Training need: the key steps to follow

La Training plays a key role in the development of skills and the performance of employees. But for each training action to bear fruit, it must still meet a real training need.

Whether individual or collective, ad hoc or strategic, this need must be rigorously analyzed and formalized. Through this guide, discover the key steps to identify your training needs, the tools to mobilize and how the Didask LMS platform supports you on each point.

Step 1: Understand what a training need is

A training need corresponds togap between required skills for a position and the current skills of the collaborator or of the working group. It may result from:

• a change of tool or process,
• an evolution of the position or responsibilities,
• an identified lack of performance,
• or even an individual professional project.

A distinction is often made between:

• collective needs, linked to a team or an organization,
• individual needs, specific to an employee or to a personal development project.

Step 2: Identify needs through the collection

The collection of needs in training is a essential phase of the training plan. It makes it possible to formalize expectations, detect skills gaps and structure future training actions.

Here are the collection methods:

• Individual interviews (manager/collaborator or HR/employee),
• Quizzes or self-assessments,
• Job analyses and competency frameworks,
• Field observations or feedback from managers,
• HR data and annual evaluations.

The objective? Collect accurate, formal and informal data on work situations, job expectations, and personal aspirations.

Step 3: Gather training needs at the right time

Identify a training need does not happen randomly or only during the creation of the training plan. Here are some contexts that are conducive to the identification of needs:

• Annual evaluation interviews: a privileged moment to discuss the objectives, the skills acquired and the areas of progress.
• Professional interviews (every two years): mandatory, they allow you to take stock of the employee's career, his career wishes and his training needs.
• Organizational changes: restructuring, merger, process change, digitalization...
• Launch of new tools or software: training required to effectively handle new solutions.
• Arrival of new employees: essential linked to integration, to taking up a position or to the appropriation of working methods.
• Evolution of the market or the sector: transformation of professions, new regulations, technological innovation...

Thanks to a LMS tool like Didask, it is possible to automate certain collections via questionnaires or to integrate continuous assessment modules to detect gaps in real time.

Step 4: Analyze and prioritize needs

Once the data is collected, it is crucial to analyze it in order to:

• Verify the relevance of the need (training or other HR implementation?) ,
• Prioritize needs according to their urgency and impact,
• Crossing individual needs with business goals,
• Identify groups of collaborators with similar needs.

The criteria for prioritizing:

• Emergency (technological evolution, new project, compliance...),
• Strategic goals of the company,
• Budget available,
• Right to training and professional career of the employee.

A good training plan is based on a thorough and contextualized analysis of needs.

THEEducational AI by Didask helps you automatically match needs with targeted skills.

Step 5: Build an adapted training plan

Once the needs are prioritized, it's time for action! The training plan becomes theoperational tool to respond effectively to each identified training need.

Key points to include:

• Clear training goals,
• Adapted modalities: face-to-face, distance learning, e-learning, mobile learning, blended learning...
• Duration, pace and calendar,
• Monitoring and evaluation of acquired skills.

Thanks to his Author tool, Didask makes it possible to design tailor-made training courses, in perfect harmony with identified needs. His approach Adaptive learning adjusts learning in real time according to the level and progress of the collaborator.

Are you a company or a training organization? Discover how Didask helps you effectively develop the skills of your learners!

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Step 6: Track, Evaluate, and Adjust

Assessing the impact of training is often underestimated. And yet, it allows you to:

• Check if the initial requirement has been met,
• Measure the Increase in skills of the employee,
• Adjust the next training actions,
• Valuing the return on investment for the company.

The performance analysis tools of the Didask platform support you in monitoring, by providing clear and usable indicators. In addition, theAI assistant can propose complementary courses depending on the results obtained.

Why anticipate training needs?

Anticipating means not waiting for an efficiency or competence problem to occur. It means adopting a strategic, proactive and agile vision of talent development in the company.

Anticipating allows you to:

• Reduce skills gaps before they impact performance,
• Strengthen the employability and commitment of employees,
• Align training actions with company projects,
• Optimize costs and resources, by avoiding emergency training,
• Preparing the company for future transformations, whether technological, regulatory or societal.

Didask's AI assistant can help you detect trends in expressed or future needs, based on data from the uses of the platform or interviews.

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Identifying a training need is more than ticking an HR box. It is a strategic approach, at the crossroads of skills development, individual performance and the long-term vision of the company.

With a rigorous method, adapted devices and an innovative LMS like Didask, it becomes possible to transform each need into an effective, motivating learning opportunity that is aligned with the challenges in the field.

What if you took action? Discover the Didask training catalog and build a solid, personalized training plan that is 100% aligned with your professional goals.
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